Path To Performance

What's Changed in the Path to Performance?

Team members update their visual board.

Medical assistant Sylvia Reynoso, an SEIU-UHW member, updates a visual board before her Gilroy (Northern California) team's morning huddle along with Rosalydia Tamayo, MD (left), and medical assistant Anna Vasquez, also an SEIU-UHW member and the team's union co-lead (center back) Gilroy medical offices piloted using visual boards in 2013. 

The 2015 National Agreement includes changes to the Path to Performance (P2P) that:

  • clarify language that wasn’t clear before
  • incorporate health and safety in UBT work
  • and add new challenges for Level 5 teams

For example, in the sponsorship dimension, it was unclear in the earlier version of the Path to Performance what was intended in the requirement sponsors should “regularly communicate with co-leads.” There were many different interpretations of how often communication needed to take place to be considered “regular.” Now the Path to Performance specifies that communication needs to take place at least once a month.

In another change, health and safety were incorporated into the Path to Performance requirements. Previously, the Coalition of Kaiser Permanente Unions and Kaiser Permanente were trying to have partnership help achieve health and safety for the KP workforce by relying on parallel structures—structures that didn’t take advantage of the UBT framework. UBTs are the way we get things done in partnership, so this move means that health and safety will be prioritized and will be built into our daily work.

The new challenges for Level 5 teams were added because of a desire to make a clearer distinction between Level 4 teams and Level 5 teams. Those bargaining the contract felt that a Level 5 team should be able to take on sophisticated performance improvement techniques such as incorporating the voice of KP members and patients into UBT work as well as spreading or adopting successful practices.

Here’s a list of the most significant changes to the Path to Performance that came out of 2015 National Bargaining:

  • Sponsorship: Added the requirement of a sponsor agreement at Level 2; included detail about how often sponsors should communicate with teams at Levels 3 and 4.
  • Team member training must be completed at various levels of the P2P, not “completed or scheduled.”
  • Health and safety: Level 1 teams must identify a health and safety champion; Level 5 teams must demonstrate a culture of health and safety.
  • UBT Tracker must be updated every 90 days for a team to be rated a Level 4.
  • Level 5 teams: Member-facing teams must get direct input from Kaiser Permanente members and patients; teams must spread or adopt a successful practice.

Please see the Path to Performance document to  familiarize yourself with all of the changes.

New UBT evaluation process

According to the 2015 National Agreement, all unit-based teams must be evaluated by a UBT consultant or union partnership representative at a face-to-face meeting. This was already taking place at some facilities, but it is now being implemented in all facilities and all regions. The face-to-face assessment process is expected to improve the accuracy of team ratings.

Level 1, 2 and 3 teams will be evaluated every quarter. Level 4 and 5 teams will be evaluated at least once a year.

Revised UBT performance targets

Because of these changes, modifications were made to the annual UBT performance targets. Here are the new targets: 

  • 2016: 75 percent of teams at Levels 4 and 5
  • 2017: 80 percent of teams at Levels 4 and 5
  • 2018: 85 percent of teams at Levels 4 and 5
  • 2019: 87 percent of teams at Levels 4 and 5
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